educational technology, research and assessment faculty ...educational technology, research and...

Educational Technology,

Research and Assessment

Faculty Handbook

Department of Educational Technology, Research and Assessment

College of Education

Northern Illinois University

Approved by the ETRA Department Faculty December, 2012.

Approved by the College of Education College Council January, 2013.

Table of Contents

I. Preface ......................................................................................................................................... 3 II. Vision Statement ........................................................................................................................ 3

III. Mission Statement ..................................................................................................................... 3 IV. Administrative Organization .................................................................................................... 5

Department Chair ........................................................................................................................ 5

Program Area Coordinators ..................................................................................................... 9 V. Standing Committees ............................................................................................................... 10

Department Personnel Committee ............................................................................................ 19 Department Curriculum Committee ......................................................................................... 23

Department Academic Research, Retention, and Professionalism Committee ........................ 25 Department Student Advisory Committee ................................................................................ 27

VI. Personnel Policies and Procedures ......................................................................................... 29

Factors Related to Retention ..................................................................................................... 29 Factors Related to Tenure ......................................................................................................... 31 Factors Related to Promotion in Rank ...................................................................................... 35

Sabbatical Leaves...................................................................................................................... 37 Guidelines for Determining Merit ............................................................................................ 39

Guidelines for Determining Graduate Faculty Status ............................................................... 42 VII. Student Evaluation of Instruction .......................................................................................... 45 Appendix A. Rubric for Merit Review ......................................................................................... 46

ETRA Department of 52 App by Dept 12/14/2012

Faculty Handbook App by Coll 01/18/13

I. Preface

This is the third edition of the ETRA Faculty Handbook. This document contains policies and

procedures pertaining to the organization and operation of faculty in the Department of

Educational Technology, Research and Assessment, College of Education, Northern Illinois

University. This handbook was revised:

April 2000

April 2005

December 2011

December 2012.

II. Vision Statement

The Educational Technology, Research, and Assessment Department, a dynamic and

collaborative community of scholars, is dedicated to responsible research and reflective practice

to promote innovative learning environments and improved learning outcomes for all learners.

III. Mission Statement

The primary mission of the department is to advance the development and use of technology,

research methodology and assessment in a variety of settings to enhance teaching, learning, and

scholarship.

To achieve this mission, the department:

1. Prepares educational professionals in the disciplines of:

Instructional Technology

Quantitative and Qualitative Research Methodology

Assessment Theory and Practice

School Library Media

2. Provides College of Education students with core knowledge in technology, research

methodology and assessment.

3. Conducts scholarship to further theory and practice, advises professionals in public and

private sectors, and influences policy decisions with the disciplines.

The department serves a racially and ethnically diverse population of students, primarily from

Illinois, but also from other states and the international community. Department graduates serve

in a variety of leadership roles in research, in public and private elementary and secondary

schools, post-secondary and higher education, other educational and non-educational agencies

and settings. In addition, the department offers graduate and undergraduate courses that serve

exploratory, research, and educational functions to a diverse range of students, including those



from other departments. Instructional Technology has the specific responsibility of developing

and monitoring certification and entitlement programs for school Library Information Specialists

and Technology Specialist.

The department offers the degrees of Master of Science in Education (M.S.Ed.) and Doctor of

Education (Ed.D.) in Instructional Technology; the Master of Science (M.S.) in Educational

Research and Evaluation; Certificates of Graduate Study (CGS) in Advanced Quantitative

Methodology in Education, Qualitative Methods, B.A.S.I.S. – Building Assessment Systems and

Intervention Strategies for School Innovation, Children’s Literature, and Workplace Learning;

and preparation for State of Illinois Teacher Certification as a school Library Information

Specialist and Technology Specialist.



IV. Administrative Organization

Department Chair

A Department Chair in the College of Education is the chief academic and administrative officer

for the academic department and is accountable directly to the Dean of the COE for all aspects of

the operation and development of that department. The Department Chair provides leadership

and direction in the planning, development, and delivery of academic programs and in the

maintenance of excellence in teaching, scholarship, and service activities of the department. The

Department Chair is expected to articulate the department’s actions in pursuit of these aims,

maintain a climate that is hospitable to faculty, staff, and student success, and to operationalize

the vision and strategic plans of the College of Education as defined by the Dean and

administrative officers of Northern Illinois University. Department chairs hold faculty rank and

tenure in the academic department they serve and are supported and encouraged to continue in

their scholarly pursuits.

Scope of Responsibilities

The Department Chair provides leadership and is responsible for the proper functioning of all

programs, personnel, and fiduciary aspects of the department. The department chair is

responsible, in consultation with appropriate departmental faculty committees, for developing

and administering operating policies and practices for the department which are effective and

consistent with college and university provisions; for making budget, curricular, and personnel

recommendations (in accordance with applicable university bylaws), for managing all the

resources assigned to the department; for defining the department's scope, mission, and

objectives within institutional guidelines, and within the resources available; and for assuring

and, whenever possible, improving the department's capacity to carry out its mission and

accomplish its objectives with distinction. This assignment is 100% administrative.

The Department Chair in the College of Education is at least responsible for the following

activities, as well as others as determined by variations in the individual departments.

Department Leadership

The Department Chair provides overall leadership for the department in the following ways.

Collaborate with faculty to create a shared vision and strategic plan for the department

Provide leadership to implement the department strategic plan

Advocate for the department’s interests effectively

Cultivate a collegial environment for faculty, staff and student success

Establish an effective governance structure including creation and use of policies,

procedures, and committees

Provide leadership in encouraging and developing innovative and market responsive

academic programming (curriculum and delivery models)

Encourage and facilitate effective teaching

Encourage and facilitate scholarly productivity among faculty

Encourage and facilitate faculty service within and beyond the university



Interact effectively with students

Develop and maintain relations with alumni and donors

Develop and maintain relations with community, state, professional associations and

other agencies

Department Administration

The Department Chair administers department functions to ensure effective operations in

compliance with university, state, accrediting agencies, and other regulating bodies policies and

procedures. These may be carried out by the Department Chair or delegated.

Academic Program Administration

Manage course scheduling and projections

Facilitate continuous program improvement (assessment, accreditation, program review)

Implement Strategic Enrollment Management Plans

o Recruitment

o Marketing

o Retention

Maintain student record files

Respond to student concerns

Personnel Administration

Recruit and retain faculty and staff

Assign and manage faculty workloads

Model expected faculty behaviors in teaching, scholarship, service, and collegiality

Facilitate mentorship and professional development of faculty and staff

Oversee personnel processes: make recommendations regarding hiring, tenure,

promotion, merit, sabbaticals

Maintain personnel files

Supervise and direct part-time faculty, graduate students, staff and student workers

Fiscal Administration

Allocate resources to meet departmental goals and responsibilities

Seek new resources as needed from internal and external sources

Serve as department budget authority; monitor and approve expenditures from all sources

allocated to the department

Oversee and maintain all financial reporting and documentation systems

Facilities/Property Administration

Maintain custody and oversee authorized use of university property.

Coordinate and oversee the assignment of departmental space and facilities to authorized

activities in accordance with university policy and campus regulations.



Appointment/Search Process

Department Chair positions are filled by both internal and external searches.

Search Committees are comprised of faculty representatives, the COE Dean or a designee, and

may include department staff and students.

The Search Committee will recommend qualified candidates to the Dean.

The Dean is responsible for making the final recommendation to the Provost.

Length of Service

Department Chair appointments are typically five year initial appointments with possibility of

subsequent reappointments.

Required Qualifications

Hold or be eligible for tenure in the academic department with the rank of associate

professor or professor

Excellent interpersonal and communication skills

Demonstrated commitment to valuing diversity and differences in people

Excellent problem-solving skills

This position is subject to a criminal and credit background check

Desired Qualifications

Experience with budget planning and management

Experience managing people

Ability to manage multiple tasks and perform under pressure

Ability to motivate others

Transparent decision-making style

Have demonstrated entrepreneurship

Performance Review

Department Chairs will receive annual performance reviews and a penultimate review at the end

of the last year of the appointment. Reviews will be conducted in the spring of each year.

Annual Review of Performance

Each year of the appointment contract a Department Chair’s performance is evaluated based on

the following sources:

A Department Chair Service Report (DCSR) prepared by the Department Chair and

shared with the Dean and Department Personnel Committee. The roles and

responsibilities described in the position description and any goals set the previous year

are used to frame the DCSR.

A statement of chair and department goals for the next year.

Solicited feedback (anonymous) from department faculty, instructors and staff collected

and analyzed by the Department Personnel Committee in the spring of the appointment

year. The instrument will be based on the roles and responsibilities described in this



document, the statement of goals prepared by the chair for the review year, and any

additional items unique to individual departments.

Department Annual Report

Feedback from the Dean

Penultimate Review

The penultimate review is a cumulative review of performance that occurs in the final year of

the appointment contract and serves as the basis for continuing appointment

recommendations. Sources used as the basis for the Penultimate Review include:

Department Chair Service Reports from the current year and previous years

Solicited feedback (anonymous) from department faculty, instructors and staff collected

and analyzed by the Department Personnel Committee during the spring of the

penultimate review year

Department Annual Reports

Feedback from the Dean

For Additional Information

NIU: Constitution, Article 18: Administrative and Faculty Appointments

NIU: Academic Policies and Procedures Manual

“Personnel Policies and Procedures for Members of the Supportive Professional

Staff”, Section II, Item 15

“Responsibilities of Chair (or Director) of Department (or School)”, Section II, Item 20

“Guidelines for Faculty Searches and Appointments”, Section II, Item 24

“Provost's Office Guidelines for Justification for Filling Faculty Positions”,

Section II, Item 26

CEDU: Criteria and Procedures Related to Personnel Decisions

“Duties and Responsibilities in the Personnel Process – Department Chair”, p.6

http://www.niu.edu/u_council/Constitution/blart18.html

http://www3.niu.edu/provost2/facpers/appm/II15.htm








Program Area Coordinators

(One for each Program Area – Instructional Technology and Research and Assessment) The Program Area Coordinator is responsible for matters specific to the program area, primarily in the areas of facilitating program area initiatives and scheduling and staffing. The Program Area Coordinator is a regular member of the ETRA faculty (tenured or tenure-track), appointed annually by, and directly accountable to, the Department Chair. The position is a 25% assignment during the regular nine-month academic contract period, with the opportunity (dependent upon need and funding) for an additional part-time appointment during the three summer months. The person filling the position of Program Area Coordinator is also expected to carry out 75% duties as a regular member of the faculty (typically teaching two courses each semester, engaging in research and scholarship, and providing service to the department, college and university). Specific Duties and Responsibilities of the Position 1. Coordinate program area meetings (semi monthly). 2. Supervise on- and off-campus course scheduling, working with ETRA office staff and

external programs. 3. Serve as liaison with other departments in matters concerning scheduling and

curriculum; coordinate the offering of courses required by programs. 4. Track faculty load issues as it affects scheduling, including such factors as

dissertation advisement, internship, and portfolio coordination as part of load. 5. Facilitate curriculum proposal processing with department committees. 6. Participate in the preparation of reports and other documents for program

assessment purposes. 7. Support faculty development activities including mentoring of new instructors. 8. Serve as point of contact for instructors and adjunct faculty. 9. Assist in student recruitment activities. 10. Meet semi-monthly with Chair and other Program Coordinator (and Committee Chairs,

Department Student Advisor, and/or other faculty as needed) to facilitate communication

and to assist in department planning. 11. Explore new program initiatives (with chair and faculty) – cohort, community building

initiatives, etc. 12. Cooperate with Department Chair and Advisor on maintaining student communication

and marketing initiatives – handbooks, website, newsletter, brochures, etc. 13. Attend meetings in Chair’s absence as needed. Qualifications for the Position 1. Tenured, or tenure-track, appointment in the department. 2. Experience and/or interest with leading program initiatives and collaborating with

other units. 3. Strong organizational skills and demonstrated ability to see projects to completion.



V. Standing Committees

The Department of Educational Technology, Research and Assessment (ETRA) operates with

four (4) standing committees:

Name Abbreviation

Department Personnel Committee DPC

Department Curriculum Committee DCC

Department Academic Research, Retention, and Professionalism Committee DARRP

Department Student Advisory Committee DSAC

General Committee Responsibilities

The following lists the general responsibilities for each of the department’s Standing

Committees. More detailed information is available in the specific section on each committee

that follows later in this document.

The Department Personnel Committee (DPC) is responsible for: conducting annual performance

reviews of all faculty; recommending individual faculty ratings for the purpose of salary

increments; conducting in-depth reviews of faculty in their third year; evaluating faculty for

promotion in rank and the granting of tenure; and recommending individual faculty for graduate

faculty status.

The Department Curriculum Committee (DCC) is responsible for: reviewing, recommending

changes to, approving, or denying proposals for new courses, concentrations, certifications and

degrees; and reviewing printed and on-line promotional material that reference department

courses, concentrations, and certifications or degrees.

The Department Academic Research, Retention, and Professionalism Committee (DARRPC) is

responsible for: communication, review, dissemination, and recommendations regarding

academic research, admission, retention, and professional standards policies and procedures; and

the organization, promotion, and selection of research and scholarly activities by students,

faculty, and staff.

The Department Student Advisory Committee (DSAC) is responsible for: providing student

input and advice, as needed, to the other four Standing Committees on issues related to students;

advising the Department Chair on matters of department policy and procedure; helping to

promote students involvement and interaction (through colloquia, newsletters, and social

activities); supplying student members for the department’s Grade Appeal Board; and electing a

representative to the College of Education Student Advisory Committee.



Determining Committee Membership

Departmental committee service is considered an expectation of all ETRA faculty members.

Accordingly, all regular tenured and tenure-track faculty in the ETRA department will serve on

one Standing Committee. To help ensure equity of committee service load faculty will

(generally) rotate their membership on different committees, serving (generally) a two-year term

on one committee before moving to another term on a different committee. In this way each

faculty member will, over time, share equally in all aspects of the work and responsibilities of

departmental shared governance. NOTE: The annual term of committee service begins on

August 16th

of each year and ends on August 15th

of the following year (on August 15th

of the

second year following for terms of service lasting two years).

Faculty may decide, based on personal interests and desires, to serve on an additional

committee(s) beyond the Standing Committee they are assigned through the rotation system.

There is no limit to the number of additional committees a faculty may serve on; however,

faculty deciding to serve on additional committees are expected to attend and participate in all of

the activities of that committee to the same degree as any other committee member. Faculty may

not substitute service on an additional committee for service on the Standing Committee they

were assigned to through the rotation system. Due to its unique role and responsibilities, faculty

are not allowed to perform additional committee service on the Department Personnel

Committee.

Certain exceptions must, however, be built into this ideal. Faculty on leave or sabbatical are

excused from department committee service throughout the duration of their leave or sabbatical.

The Department Chair may, in unusual circumstances, excuse a faculty member from department

committee service for one (or more) semesters due to illness or other specific reasons as

determined by the Department Chair. Membership on the Department Personnel Committee is

restricted to those faculty budgeted at more than 50% of their base salary in the department. In

addition, only one member of the DPC may be tenure-track but not yet tenured. The ETRA

faculty member elected to serve as the department representative to the College Council is

required to serve (ex officio) on the DPC. Faculty submitting applications for sabbatical,

promotion, or tenure cannot serve on the DPC in the year in which those applications are to be

considered. These exceptions must be considered as the specific composition of each committee,

and the eligibility of particular faculty for service on each committee, is determined for each

year.

Accordingly, the following process will be followed each Spring semester to determine the

constitution of the department Standing Committees (beginning the next Fall semester):

1. By March 1st of each year the Department Chair will prepare a list of all tenured and tenure-

track faculty in the department. This list will include:

each individual’s name;

their current academic rank, tenure status, and percentage of appointment in the

department;

the Standing Committee on which the person is currently serving;

the year (first or second) of their service on that Standing Committee;



whether that person has been approved for leave or sabbatical in the coming academic

year (and, if they have, for which semester(s)), or has other special reassignment from

the Chair excusing them from departmental committee service for a particular period

of time.

2. The Department Chair will then meet with and convey this information to the DARRPC,

which is responsible for overseeing the committee selection process. The DARRPC will

oversee a combination election and selection process, to be conducted in the following order:

a. Department Representative to the College Council

b. Department Alternate Representative to the College Council

c. DPC

d. DCC

e. DARRP

g. Additional College and University elected positions, including:

College Curriculum Committee

College Research Committee

University Faculty Senate

University Committee on Advanced Professional Certification

University Committee on Initial Teacher Certification

h. DSAC

3. At least two weeks prior to the first faculty meeting to be held in the month of April (known

as the “Elections/Selections Meeting”) the DARRP Committee will solicit, via e-mail,

nominations of individuals wishing to be considered for the position of Department

Representative to the College Council. Eligible faculty may self-nominate, or may nominate

others. Nominations will also be accepted from the floor at the Elections/Selections Meeting.

At least two individuals must be nominated.

All tenured and tenure-track faculty may vote (in person, if present, or via proxy provided

that written and signed evidence of a proxy designation is received by the DARRP

Committee Chair no later than the start of that meeting). A secret, written ballot will be

taken, and the DARRP Committee will be responsible for tabulating the vote. The individual

receiving the greatest number of votes will be elected as the Department Representative to

the College Council, and the person receiving the second greatest number of votes will be

elected as the Department Alternate Representative to the College Council. If there is a tie

then a second ballot will be held with only those individuals in the tie as nominees.

4. Selection of members for the DPC will proceed after the Department Representative, and

Alternate Representative to the College Council, have been elected (these individuals serve

on the DPC ex officio, and are therefore ineligible to be selected as a voting member). The

DPC will consist of five regular members (four of which must be tenured, while the fifth may

be either tenured or tenure-track) and one alternate (who must be tenured), along with the

Department Representative to the College Council and the Department Chair (both serving

ex officio). Current members of the DPC at the end of their first year of service will be

considered to be continuing on the DPC for a second year (unless excepted due to a

circumstance previously cited). Depending on the composition of the department (numbers of



tenured and tenure-track faculty), and the number of faculty on leave or sabbatical in any

given year, the selection process cannot guarantee that any individual’s service on the DPC

will be for a maximum of two consecutive years. The selection process is designed, as much

as is possible, to ensure that faculty do rotate off the DPC after a period of service and that

selection of new members is spread throughout the department.

The DARRPC will determine how many faculty, and what number of them must be tenured

(or may be tenure-track), must be selected for the DPC for the coming year. In any given

year this will typically result in the need for three faculty to be selected (either three regular

members, or two regular members and one alternate); however, this may change due to

unexpected leaves, sabbaticals, retirements or resignations.

The roster of tenured and tenure-track faculty in the department will be consulted to

determine which individuals are potentially eligible for this service. Neither the elected

Department Representative to the College Council, nor the Department Alternate

Representative to the College Council, nor the Department Chair are eligible to be selected

for the DPC (as they service ex officio on this committee). Faculty ending their second year

of service on a Standing Committee other than the DPC are considered first. A random

drawing of names, conducted by the DARRPC, will determine which of the eligible faculty

from this first pool have been selected to serve on the DPC.

In the event additional members are needed on the DPC then faculty ending their first year of

service on a Standing Committee other than the DPC will be considered next. A random

drawing of names, conducted by the DARRPC, will determine which of the eligible faculty

from this second pool have been selected to serve on the DPC.

In the event additional members are still needed on the DPC then faculty ending their second

year of service on the DPC will be considered. A random drawing of names, conducted by

the DARRPC, will determine which eligible faculty from this third pool have been selected

to serve on the DPC.

5. Selection of the members of the DCC will take place after the Department Representative,

and Alternate Representative, to the College Council have been elected and the new members

of the DPC have been selected. The DCC will consist of four regular members, two from the

Instructional Technology (IT) program area and two from the Educational Research and

Evaluation (ERE) program area, and the Department Chair (serving ex officio). The

Department Chair, Department Representative to the College Council, and all members

(continuing and new) selected for the DPC are ineligible to be selected for service on the

DCC.

The selection of members for the DCC will be done by the DARRPC, following the same

procedure used for the selection of members to the DPC. The DARRPC will determine how

many faculty must be selected for the DCC for the coming year and what number of faculty

must be from each program area. The roster of tenured and tenure-track faculty in the

department will be consulted to determine which individuals are potentially eligible for this

service. Eligible faculty ending their second year of service on a Standing Committee other

than the DCC are considered first. A random drawing of names, conducted by the DARRPC,



will determine which of the eligible faculty from this first pool have been selected to serve on

the DCC. In the event additional members are needed on the DCC then faculty ending their

first year of service on a Standing Committee other than the DCC will be considered next. In

the event additional members are needed on the DCC then faculty ending their second year

of service on the DCC will be considered next.

6. Selection of the members of the DARRPC will take place after the Department

Representative, and Alternate Representative, to the College Council have been elected and

the new members of the DPC and DCC have been selected. The DARRPC will consist of a

minimum of three regular faculty members, along with the Department Chair and the

Department Advisor (serving ex officio). The Department Chair, Department Representative

to the College Council, and all members (continuing and new) selected for both the DPC and

DCC are ineligible to be selected for service on the DARRPC.

The selection of members for the DARRPC will be done by the DARRPC, following the

same procedure used for selection of members to the DCC. The roster of tenured and tenure-

track faculty in the department will be consulted to determine which individuals are

potentially eligible for this service. Faculty ending their second year of service on a Standing

Committee other than the DARRPC are considered first. A random drawing of names,

conducted by the DARRPC, will determine which of the eligible faculty from this first pool

have been selected to serve on the DARRPC. In the event additional members are needed on

the DARRPC then faculty ending their first year of service on a Standing Committee other

than the DARRPC will be considered next. In the event additional members are needed on

the DARRPC then faculty ending their second year of service on the DARRPC will be

considered next. In the event that there are more than six eligible faculty to be selected then

one-half of those eligible (rounded up in the case of an odd number of eligible faculty) will

be selected for service on the DARRPC.

7. Once these three Standing Committees have been determined the department will proceed to

have elections for the remaining out-of-department committee positions that must be elected

by the department. Currently, these positions are:

College Curriculum Committee

Two members (alternating two year terms) and one alternate (one year term)

College Research Committee

One member (one year term) and one alternate (one year term)

University Faculty Senate

One member (three year term) and one alternate (three year term)

University Committee on Advanced Professional Certification


University Committee on Initial Teacher Certification


Other non-department committees may be added to this list each year as the need arises.

Nominations will also be accepted from the floor at the Elections/Selections Meeting.

Eligible faculty may self-nominate, or may nominate others (with their consent). At least two



individuals must be nominated. All tenured and tenure-track faculty may vote (in person, if

present, or via proxy provided that written and signed evidence of a proxy designation is

received by the DARRPC Chair no later than the start of that meeting). A secret, written

ballot will be taken, and the DARRPC will be responsible for tabulating the vote. The

individual receiving the greatest number of votes will be elected as the Representative to that

particular out-of-department committee, and the person receiving the second greatest number

of votes will be elected as the Department Alternate Representative to that particular out-of-

department committee. If there is a tie then a second ballot will be held with only those

individuals in the tie as nominees.

8. Members of the DSAC, consisting entirely of students who are majors in the department

(pursuing either a formal degree or an advanced certification in the department), are

appointed each year by the Department Chair. At the Elections/Selection Meeting the

Department Chair will invite nominations from the faculty for potential student members of

the DSAC. Following that meeting an e-mail will be sent to all eligible students (for whom

the department has a valid e-mail address) describing the purpose and responsibilities of the

DSAC and inviting interested students contact the Department Chair to nominate others, or

themselves, for this committee. Approximately two weeks after that e-mail has been sent the

Department Chair will review the list of nominated students. Consideration will be given, as

much as is possible, to representing: the various program areas and interests of the

department; the varied demographics, backgrounds and interests of the overall student

population; and each student’s interest and willingness to serve. The Department Chair will

then appoint four students to serve on this committee, notifying the faculty and students (via

e-mail) of the selection.

Roles within each Standing Committee

Each standing committee will designate three of its members to fulfill specific operational roles:

Committee Chair, Committee Vice-Chair, and Committee Secretary. Additional role

designations and responsibilities may be added on a temporary basis as needed to conduct the

business of the committee (e.g., Sub-Committee Chair, Liaison to Another Committee, etc.).

The general duties of each Committee Chair are to:

open, moderate, and close each meeting of the committee;

be aware of the specific duties (and the calendar of activities) before that committee, and

communicate those duties and calendar to all committee members;

encourage discussion by all committee members on all items of business before the

committee;

facilitate committee business by seeking resolution to all items under consideration; and

report on the activities of the committee to the Department (at department meetings) and to

the Department Chair (on his/her request)

The general duties of each Committee Vice-Chair are to:

assist the Committee Chair in the conduct of his/her duties; and

serve in the place of the Committee Chair when he/she is unavailable.



The general duties of each Committee Secretary are to:

take written notes of each committee meeting, recording the gist of discussions and the

decisions made;

distribute a typed copy of these minutes to all committee members (with a copy to the

Department Office for archiving); and

work with the Committee Chair to formally communicate decisions to others (e.g., the

Department, the Department Chair, the Dean, the College Council) as required.

The first order of business for each newly constituted committee will be to determine which

members of that committee will serve in each of these three roles. The individual who will fulfill

the role of the Committee Chair will be decided first, followed by the role of Committee Vice-

Chair then the role of Committee Secretary. Members will serve in their respective roles for a

period of one calendar year, and may be re-elected to a second term in that same role in a

subsequent year. No member may serve in the same role in more than two consecutive years,

regardless of the number of years that member has served on that Standing Committee.

At the first meeting of the newly constituted committee a discussion will be held during which

each committee member will express their own interest in serving (or not serving) in any of these

capacities. If only one member is interested in a particular position that member will assume to

be elected to that position by acclamation. When two (or more) members are interested in a

particular position a secret, written ballot will be held to determine who should serve in that

position. The member receiving a simple majority of those votes cast will be elected to that

position. Should no member receive a simple majority further discussion will be held, and the

balloting repeated, until one member does receive a simple majority of the votes. The newly

elected Committee Secretary will record the results of these elections as the first order of

business of the new constituted committee, and will report these results to the Department Chair.

Standing Committee Meeting Dates and Times

Gathering a number of individuals together for common meetings is a continuing challenge,

especially given the complex and overlapping teaching, research and extra-department service

expected of all faculty members. Set meeting dates and times have been decided upon to help

make it easier for faculty to schedule Standing Committee meetings into their busy days. No

regular tenured or tenure-track faculty member will be scheduled to teach during these allocated

meeting days/times, and faculty should avoid other conflicts whenever possible.

Standing Committees normally meet every other week, on a schedule alternating 1st/3

rd weeks

and 2nd

/4th

weeks with meetings on Tuesdays or Thursdays. Business before the DPC sometimes

requires additional meetings beyond the above schedule. Therefore, faculty serving on the DPC

should also keep the 1st/3

rd Tuesdays of each month available for potential meetings should the

need arise. Standing Committees do not have a regular meeting schedule during the summer, and

will meet and conduct business during the summer only on an as needed basis. The regular

meeting days/times during the Fall and Spring semesters for the ETRA Standing Committees are

as follows:



Committee Day Weeks Time Room

DPC Tuesdays 2nd

/4th

11:00am - 1:00pm GA217

DCC Thursdays 1st/3

rd 11:00am - 1:00pm GA217

DARRPC Thursdays 2nd

/4th

11:00am - 1:00pm GA217

Any committee may, during a regular meeting of that committee, schedule a special future

meeting outside of the regular meetings rotation in order to better address urgent business before

the committee. Any committee may, during a regular meeting of that committee, cancel up to

two consecutive future meetings of that committee. A decision to cancel a future meeting or

schedule a special future meeting: must not interfere with, or unnecessarily delay, the conduct of

the business of that committee; must be recorded in the minutes of that committee as an

approved action; and must be promptly communicated to all committee members and the

Department Chair in writing (or via e-mail). Meetings of the DSAC will be scheduled and called

by the Department Chair based on the availability of the students serving on the committee, at a

schedule of no less frequently than one meeting each month during the Fall and Spring

semesters.

Program Area Faculty Committees

In addition to the four Standing Committees, faculty within each of the two major program areas

(Instructional Technology; and Educational Research and Evaluation) will also meet regularly.

All tenured and tenure-track faculty within each program area are automatically members of

their respective Program Area Faculty Committees. Program Area Coordinators will facilitate the

meetings. Rather than elect a Secretary to serve for a given term Program Area Faculty

Committees will rotate alphabetically the duties of Secretary from faculty to faculty over the

course of each semester.

Set meeting days have been decided upon to help make it easier for faculty to schedule Program

Area Faculty Committee meetings into their busy days. No regular tenured or tenure-track

faculty member will be scheduled to teach during these allocated meeting days/times, and faculty

should avoid conflicts whenever possible. The regular meeting days/times during the Fall and

Spring semesters for the ETRA Program Area Faculty Committees are as follows:

Program Area Day Weeks Room

Instructional Tech Wednesdays 2nd

/4th

GA215

Research & Eval Wednesdays 2nd

/4th

GA204

Meeting times are alternated each semester between program areas. Any program area may,

during a regular meeting of that area, schedule a special future meeting outside of the regular

meetings rotation in order to better address urgent business before the committee. Any program

area may, during a regular meeting of that area, cancel up to two consecutive future meetings of

that area. A decision to cancel a future meeting or schedule a special future meeting: must not

interfere with, or unnecessarily delay, the conduct of the business of that area; must be recorded

in the minutes of that area as an approved action; and must be promptly communicated to all

committee members and the Department Chair in writing (or via e-mail).

Department Faculty Meetings



It is necessary that the entire faculty meet on regular occasions in order to conduct business

common to all. All tenured and tenure-track faculty participate in Department Faculty Meetings,

which are held on the first Wednesday of each month from 11:00am to 1:00pm in Gabel Hall

room 215. An additional faculty meeting will be held during the week before the start of each

semester (“COE Planning Week”).

The third Wednesday of each month will be reserved for special faculty meetings. These may be

called and held on an as-needed basis as determined by the Department Chair and/or Program

Area Coordinators.

Ad Hoc Committees

Additional ad hoc committees may be needed from time to time to carry out business beyond the

scope of these four committees. The Department Chair, in consultation with the faculty, may

create such ad hoc committees and solicit volunteers (or appoint individuals) to serve on them.

The term of ad hoc committees is limited to that period of time necessary to accomplish their

specific task, typically less than one year. Ad hoc committees requiring more than one year to

accomplish their work may do so only upon the special approval of the department faculty,

following a consideration that such work does not properly belong within the responsibilities of

one of the Standing Committees, a meeting of the Program Area Faculty, or a meeting of the

Department as a whole.


NIU: Constitution and Bylaws of Northern Illinois University


NIU: Faculty Senate

NIU: Committees of the University

NIU: Constitution

Article 14: Academic Councils and Committees of the University

Article 15: The Colleges

Article 16: Other Standing Committees of the University

http://www.niu.edu/u_council/OUC/constitution.shtml

http://www3.niu.edu/provost2/facpers/appm/toc.htm

http://www.niu.edu/u_council/OUC/fsenate.shtml

http://www.niu.edu/u_council/COMMBOOKMAIN.html






Department Personnel Committee

Membership

The Department Personnel Committee (DPC) will consist of five regular members and one

alternate. The five regular members must be tenured, unless such tenured faculty are unavailable,

in which case an untenured member would serve a one-year term. The alternate member must be

tenured.

DPC members will serve two-year terms, with half of the committee being selected in one year

and the other half being selected in the following year. Each year three DPC members will be

selected (either three regular members, or two regular members and the alternate). Leaves,

sabbaticals, and other unexpected absences may necessitate the selection, in any given year, of

more members. Should that occur new members will be selected for either regular two-year

terms, or special one-year short terms, in order to re-establish the typical rotation.

The Department Representative to the College Council and the Department Chair will serve as

ex officio members without voting privileges. The Alternate may attend all DPC meetings, but is

required only to attend meetings pertaining to FSR/merit review, Promotion and Tenure

discussions and voting, and Sabbatical Leave application review and voting. The Alternative

serves ex officio, without voting privileges, unless a regular member is absent in which case the

Alternate will then exercise regular voting privileges.

Qualifications

To qualify for membership, a person must be employed full-time by the university, hold the rank

of associate professor or higher (except under circumstances where five tenured faculty are

unavailable to serve), and be budgeted 50% or more in the department. Non-tenured faculty may

not participate in promotion or tenure discussions, nor may they vote on promotion or tenure

issues.

Selection

The Department Academic Research, Retention and Professionalism Committee (DARRPC) will

be responsible for selecting which faculty will be serving on the DPC each year. The selection of

individuals will follow the procedures outlined in Determining Committee Membership, item 6,

and will take place following the election of the Department Representative to the College

Council (and the Alternate) at the first faculty meeting in April.

The newly elected committee may begin functioning immediately, but its activities will be

limited to personnel matters for the appropriate personnel year (January 1st through December

31st for annual and merit evaluations; August 16

th through August 15

th for 3

rd year, promotion

and tenure considerations). The previous committee will continue with any unfinished business

from the current year.

Quorum

A quorum will consist of three of the five voting members. Personnel decisions will be made

only when a quorum of voting members, in addition to the Department Representative to the



College Council (or Alternate Department Representative to the College Council) and the

Department Chair, are present. The Department Representative to the College Council and the

Department Chair will be ex officio (non-voting) members. The Alternate DPC member will

attend all meetings ex officio (non-voting), except in the absence of a regular committee member

in which case they may exercise full voting rights and responsibilities.

Duties of the Department Personnel Committee

It will be the duty of the Department Personnel Committee to:

1. Conduct annual performance reviews of all tenured and tenure-track faculty in the

department;

2. Conduct special in-depth reviews of tenure-track faculty in the third year of their

appointments;

3. Recommend ratings of individual faculty for the purposes of annual and special salary

increments;

4. Recommend individual faculty for the purpose of Graduate Faculty Status (Provisional, Full

or Senior);

5. Recommend individual faculty for the purposes of promotion in rank (Assistant to Associate

Professor, Associate to Full Professor);

6. Recommend individual faculty for retention (prior to tenure); and

7. Recommend individual faculty be awarded tenure.

Specific actions to be taken by the Department Personnel Committee include:

1. Informing department faculty of dates for procedural action by the DPC, College Council,

and University Council Personnel Committee (UCPC);

2. Collecting and reviewing annual Faculty Service Reports and supplementary information;

3. Recommending individual faculty ratings, salary increments, tenure and promotion,

sabbatical leave (in rank order), retention and non-continuation decisions, and other leaves of

absence using established department and college criteria. A formal vote will be taken and

recorded in the minutes on each of these decisions;

4. Forwarding to the Dean, at the specified time, through the Department Chair, all personnel

recommendations;

5. Providing for a reconsideration processes and making a recommendation to the Department

Chair of the Committee's final action;

6. Informing the College Council, in writing, of discrepancies in recommendations which exist

between the DPC and the Department Chair;

7. Conducting an annual performance review of the Department Chair. This responsibility shall

consist of developing the evaluation instrument, tabulating results, and presenting the results

to the Dean. The DPC Chair and the Dean present the results to the Department Chair; and

8. Recommending changes for improving the instruments and procedures for evaluations of

faculty members.

In doing this the DPC will:

1. Appraise the contributions of department members for the purpose of recommending their

tenure and/or retention, promotion, salary increments, sabbatical leaves, and leaves of

absence;

2. Formulate and recommend to the department guidelines for determining contributions of the

faculty for the purposes set forth above;



3. Conduct appraisal activities in accord with the approved guidelines;

4. Keep the department members informed concerning the committee activities;

5. Hold hearings as required; and

6. Submit and support decisions regarding tenure and/or retention, promotion, salary

increments, sabbatical leaves, and leaves of absence to the College Council.

Throughout the process of decision-making, faculty members will be afforded the opportunity to

know: (a) the recommendations being forwarded by each level of academic governance, and (b)

review mechanisms available.

To this end the department personnel committee will:

1. Inform faculty well in advance of procedures and criteria to be used for evaluation;

2. Inform faculty of dates for procedural action by: (a) Department Personnel Committee, (b)

College Council, and (c) University Council Personnel Committee;

3. Inform each faculty member in writing of recommendations to be forwarded to the College

Council;

4. Provide each faculty member who requests reconsideration of the committee's assessment an

opportunity to meet with the committee to discuss information that is submitted by the

faculty member in the reconsideration request; and

5. Submit the committee's final recommendations to the College Council.

And the Department Chair will:

1. React to each personnel committee recommendation about each faculty member by agreeing

or disagreeing with the committee decisions: (a) the individual's respective rating and a

comparison of that rating with others in the department; and (b) the decisions made relative

to retention, leave of absence requests, tenure, promotion, and sabbatical leaves;

2. Inform and interpret to each faculty member his or her rights and obligations when

requesting reconsideration of personnel committee decisions;

3. Inform the faculty member in writing of the results of the committee's reconsideration; and

4. Inform and interpret to each faculty member the rights, procedures to be followed, and the

time limit if he or she wishes to initiate reconsideration and/or appeal action.

Requests for reconsideration are to be submitted in writing to the Department Personnel

Committee within a prescribed time limit, indicating the basis for the reconsideration and

whether a personal appearance before the committee is desired. A request for reconsideration

must be based on, and supported by, additional information.

When the Department Chair files an opinion contrary to the Department Personnel Committee's

recommendation, the Department Chair will notify the individual in writing and will invite him

or her to respond by letter to the College Council. If the Department Personnel Committee and

the Department Chair agree, they may jointly communicate their recommendations in writing.

Procedures for all appeals will be conducted according to department, college and university

personnel documents as listed in “Criteria and Procedures Related to Personnel Decisions Within

the College of Education” and/or the “Constitution and Bylaws of the University Council.”

In regard to Graduate Faculty Status, the DPC will:



1. Receive and assess faculty applications for provisional, full, and senior status membership on

the graduate faculty;

2. Submit all approved applications to the graduate council;

3. Inform each applicant of the committee's recommendations; and

4. Recommend changes in criteria for membership to the department.


NIU: Constitution

Article 5: The Academic Personnel Process

Article 6: General Personnel Procedures

Article 7: Appeal Procedures for Personnel Decisions


“Joint Appointment Policy”, Section II, Item 27








Department Curriculum Committee

Membership

The Department Curriculum Committee (DCC) will consist of five regular members, two from

the Instructional Technology (IT) program area and two from the Educational Research and

Evaluation (ERE) program area, and the Department Chair (serving ex officio, without voting

privileges). Members of the DCC will be either tenure-track (holding appointments greater than

50% in the ETRA Department), or tenured (in the ETRA Department).

DCC members will serve two-year terms, with half of the committee being selected in one year

and the other half being selected in the following year. Each year two DCC members will be

selected (typically one from each program area). Leaves, sabbaticals, and other unexpected

absences may necessitate the selection, in any given year, of more members. Should that occur

new members will be selected for either regular two-year terms, or special one-year short terms,

in order to re-establish the typical rotation.

Qualifications

To qualify for faculty membership, a person must be employed full-time by the university, hold

the rank of assistant professor or higher, and be either tenure-track and budgeted 50% or more in

the department or be tenured in the department (holding primary appointment either within or

outside of the department).

Selection

The Department Admissions, Retention and Professional Standards Committee (DARPSC) will

be responsible for selecting which faculty will be serving on the DCC each year. The selection of

individuals will follow the procedures outlined in Section VI above, and will take place

following the election of the Department Representative to the College Council (and the

Alternate), and the selection of members to serve on the Department Personnel Committee, at the

first faculty meeting in April.

The newly elected committee will begin functioning on August 16th

of that year. The previous

committee will continue through August 15th

with any unfinished business from the current

academic year.

Quorum

A quorum will consist of a simple majority.

Duties of the Department Curriculum Committee

It will be the duty of the Department Curriculum Committee to review, approve, recommend

changes to, or deny all proposals for:

1. Establishing new courses, concentrations, certifications, and degrees;

2. Changing existing courses, concentrations, certifications, and degrees;

3. Deleting existing courses, concentrations, certifications, and degrees;



4. Catalog copy, brochures, flyers, and other materials published (in paper or electronic form)

by the department that include any reference to courses, concentrations, certifications, or

degrees;

Specific actions to be taken by the Department Personnel Committee include:

1. Reviewing all proposals to add a new, change, or delete an existing course, concentration,

certification or degree to ensure proper format and layout of required paperwork and

articulation with existing (or proposed) courses, concentrations, certifications, and degrees;

2. Periodically reviewing course outlines;

3. Submitting approved proposals to the College Curriculum Committee, and other curricular

review bodies both on- and off-campus, to see their eventual final approval;

The DCC Chair, together with the Department Curriculum Secretary, will be responsible for

preparing final drafts of all curriculum proposals for action by the committee and for transmittal

to the College Curriculum Committee.



“Curricular Policies and Procedures”, Section III

“Curricular Definitions”, Section III, Item 2

“Operating Procedures for Curricular Items”, Section III, Item 3

“Curricular Approval Procedures”, Section III, Item 4

“General Curricular Policies”, Section III, Item 5

“Graduate Course Credit”, Section III, Item 13

“Guidelines for Certificates of Graduate Study and Graduate-Level

Concentrations”, Section III, Item 24

“Committee on Initial Teacher Certification (CITC)”

“Committee on Advanced Professional Certification (CAPC)”

http://www3.niu.edu/provost2/facpers/appm/toc.htm#curr

http://www3.niu.edu/provost2/facpers/appm/III2.htm







http://www.niu.edu/u_council/commbook/citc.htm

http://www.niu.edu/u_council/R&G/CAPC.htm



Department Academic Research, Retention, and Professionalism Committee

Membership

The Department Academic Research, Retention, and Professionalism Committee (DARRPC)

will consist of a minimum of three regular faculty members. Faculty members of the DARRPC

will be either tenure-track (holding appointments greater than 50% in the ETRA Department), or

tenured (in the ETRA Department).

DARRPC members will serve two-year term, with half of the committee selected in one year and

the other half selected in the following year. Each year a minimum of one DARRPC member

will be selected. Leaves, sabbaticals, and other unexpected absences may necessitate the

selection, in any given year, of more members. Should that occur, new members will be selected

for either a regular two-year term, or a special one-year short term, in order to re-establish the

typical rotation.

The Department Chair and/or the Department Advisor, will serve as ex officio members without

voting privileges.

Qualifications

To qualify for faculty membership, a person must be employed full-time by the university, hold

the rank of assistant professor or higher, and be either tenure-track and budgeted 50% or more in

the department or be tenured in the department (holding primary appointment either within or

outside of the department).

Selection

The Department Academic Research, Retention, and Professionalism Committee (DARRPC)

will be responsible for selecting which faculty will be serving on the DARRPC each year. The

selection of individuals will follow the procedures outlined in Section IV above, and will take

place at the first department meeting in April. DARRPC member selection will occur after the

election of the Department Representative to the College Council (and Alternate), selection of

members to serve on the Department Personnel Committee, and selection of members to serve

on the Department Curriculum Committee.





academic year.

Quorum

A quorum will consist of a simple majority of the voting members.

Duties of the Department Academic Research, Retention, and Professionalism Committee

It will be the duty of the Department Academic Research, Retention, and Professionalism

Committee to:



1. Periodically review academic research, retention, and professional standards policies and

procedures;

2. Periodically review student policies and procedures, especially those published in student

handbooks and through the department website;

3. Serve as a pool for potential faculty members of Grade Review Boards (as needed);

4. Make recommendations for resolving specific academic ethical issues, when these arise;

5. Conduct department elections, and the selection of faculty to specific committees, according

to the policies and procedures described in this document;

6. Work with the Department Advisor to assist in the promotion of departmental courses and

programs, certifications and degrees, and to review current policies, procedures and practices

related to student admission and retention;

7. Promote research and scholarship activities by students, staff, and faculty in the department.

8. Review and rate graduate colloquium proposals;

9. Review and rank applications for student monetary awards;

10. Solicit nominations for (a) outstanding student service award, (b) outstanding alumni award,

and (c) outstanding student scholarship award;

11. Organize and supervise the selection of outstanding department faculty awards.


NIU: Northern Illinois University Scholarships

Graduate School Research and Artistry

Graduate Colloquium

Academic Policies and Procedures Manual

“Procedures for Appealing Allegedly Capricious Semester Grades of Undergraduate

Students”, Section III, Item 7

“Procedures for Appealing Allegedly Capricious Course Grades of Graduate-Level


CEDU: College of Education Scholarships

College of Education Web Site

ETRA: Department Web Site

Operational Procedures for ETRA Grade Review Boards

http://www.fa.niu.edu/scholar1.htm

http://www.grad.niu.edu/document/resart.htm

http://www.grad.niu.edu/gscolloq/gradcolhomepage.html





http://www.cedu.niu.edu/scholarship.html

http://www.cedu.niu.edu/

http://www.cedu.niu.edu/etra/



Department Student Advisory Committee

Membership

The Department Student Advisory Committee (DSAC) will consist of four students who are

majors in the department (pursuing either a formal degree or an advanced certification in the

department).

DSAC members will serve one-year terms. The Department Chair will serve ex officio without

voting privileges.

Qualifications

To qualify for membership, a student must be a major in the department (pursuing either a

formal degree or an advanced certification through the department) and must be in good standing

(not on probation).

Selection

At the Elections/Selection Meeting the Department Chair will invite nominations from the

faculty for potential student members of the DSAC. Following that meeting an e-mail will be

sent to all eligible students (for whom the department has a valid e-mail address) describing the

purpose and responsibilities of the DSAC and inviting the student contact the Department Chair

to nominate others, or themselves, for this committee. Approximately two weeks after that e-mail

has been sent the Department Chair will review the list of nominated students. Consideration will

be given, as much as is possible, to representing: the various program areas and interests of the

department; the varied demographics, backgrounds and interests of the overall student

population; and each student’s interest and willingness to serve. The Department Chair will then

appoint four students to serve on this committee, notifying the faculty and students (via e-mail)

of the selection.





academic year.

Quorum

A quorum will consist of a simple majority of the voting members, and the Department Chair.

Duties of the Department Student Advisory Committee

It will be the duty of the Department Student Advisory Committee to:

1. Provide student input and advice, as needed, to the other Standing Committees on issues

related to students;

2. Advise the Department Chair on matters of department policy and procedure;

3. Help to promote students involvement and interaction (through colloquia, newsletters, and

social activities);

4. Serve as a pool for potential student members of Grade Review Boards (as needed); and

5. Elect a representative to the College of Education Student Advisory Committee.





“Procedures for Appealing Allegedly Capricious Semester Grades of Undergraduate


“Procedures for Appealing Allegedly Capricious Course Grades of Graduate-Level


ETRA: Operational Procedures for ETRA Grade Review Boards







VI. Personnel Policies and Procedures

Factors Related to Retention

Criteria

The department is charged with developing the strongest possible faculty. The most promising

candidates are recruited and employed and their performance is observed throughout the non-

tenured probationary period. During every year of employment prior to the tenure decision, a

judgment must be made concerning the desirability of retaining a faculty member for the

succeeding contract year. In the department, a major criterion for retention is strong performance

in the area of professional assignment; however, no one will be tenured without adequate

scholarly and professional achievement and department, college and university service.

Procedures

Regular (probationary) appointments shall be for a specified term, renewable for a total of not

more than seven years. Credit toward the probationary period may be granted at the time of

initial appointment to faculty members with one or more years of full-time experience at the rank

of instructor or above at one or more institutions of higher education. The probationary period

may be reduced one year for each year of full-time teaching experience, to a maximum of three

years. The minimum probationary period is four years, unless tenure is granted earlier in an

instance of extraordinary circumstance or an extraordinary record of achievement. The tenure

decision is made in the year prior to the final year of the probationary period. For example, if the

probationary period is seven years, the tenure decision is made during the sixth year (see

“Criteria and Procedures Related to Personnel Decisions Within the College of Education”

and/or the “Constitution and Bylaws of the University Council”).

Temporary appointments shall be for a specific purpose and for a term appropriate to that

purpose. No notice of a decision not to re-appoint is necessary for a faculty member on

temporary appointment; on the other hand, the university may offer some other kind of future

appointment. Time served on a temporary appointment at the rank of instructor or above will

count as time served on a probationary period prior to a tenure decision, unless the contract for

such temporary services contains a specific statement to the contrary. A collective bargaining

agreement may apply to particular individuals, depending on each person’s particular

circumstance, and such collective bargaining agreement may supersede the procedures outlined

in this document.

Faculty on tenure-track appointments who have not achieved tenure shall be guaranteed the

following dates of notification concerning the university's decision not to renew the appointment:

Not later than March 1 of the first academic year of service, if the appointment

expires at the end of the year; or, if a one-year appointment terminates during an

academic year, at least three months in advance of termination.



Not later than December 15 of the second academic year of service, if the

appointment expires at the end of that year; or, if an initial two-year appointment

terminated during an academic year, at least six months in advance of termination.

Notification of termination shall be given at least 12 months before the expiration of

an appointment, when a person has served two or more years at the institution.

A faculty appointment is deemed to expire on the last day of the calendar month in which a

faculty member is on non-tenure appointment and shall be regarded as probationary; at any time

during this period, the university may offer tenure. Every initial appointment for a specific term

must be accepted in writing by the faculty member with the understanding that such an

appointment entails no assurance or implication (except for the provisions for notification set

forth above) that it will be renewed or that tenure will be granted. In the event there are

insufficient appropriated funds to continue the appointment, notice must be given as soon as

possible. Upon bona fide reduction or elimination of a department or program, the university

shall, as soon as possible after the decision is made to reduce or eliminate the department or

program, give notice to the faculty member being displaced.



“Factors Related to Retention”, p.13



Factors Related to Tenure

Criteria

Tenure is the highest honor awarded by the department. It reflects not only satisfaction with the

faculty member's present performance, but also confidence in his or her potential for future

development and contribution to the department, college and university.

Expectations for adequate progress toward and attainment of tenure include (1) performance at

an average level of “standard” or above in all three categories (teaching and professional

assignment, research and scholarly/creative activities, and service to the college, university, and

public) over the course of the probationary period and (2) have achieved above “standard”

performance in at least one category over the course of the probationary period; or the equivalent

level of promise and prominence as determined by the professional judgment of the Department

Personnel Committee.

Evidence demonstrating progress toward or attainment of the expectations for tenure will

additionally include performance consistent with minimum expectations for tenure as detailed in

the College of Education Criteria and Procedures Related to Personnel Decisions and in the

Constitution and Bylaws of the University, Peer Assessment of Teaching Effectiveness letters,

previous annual progress toward tenure letters, and (for tenure and promotion decisions only)

external review letters.

The granting of tenure is initiated by the department and is based upon teaching and other

professional assignments, scholarship, and service (see “Criteria and Procedures Related to

Personnel Decisions Within the College of Education” and/or the “Constitution and Bylaws of

the University Council”). The process for and documentation of requests for tenure are contained

in these documents.

Procedures

1. The contract of each faculty member on tenure-track specifies the academic year by which a

tenure decision must be made. It is the responsibility of each faculty member on tenure-track,

but not yet tenured, to submit appropriate material for the personnel committee to review.

Failure to comply may result in a notice that the contract year by which a decision is to be

made will be the faculty member's terminal year of employment. Faculty members may

request a tenure review before the decision year specified in their contract as indicated in the

above-cited documents. Members who are appointed to a term shorter than the normal seven

years may petition to extend the time to the maximum of seven years.

2. The committee will inform those members who are under consideration for tenure of any

special documentation required and of the procedures to be followed.

3. Two separate courses taught by the candidate for tenure will be assessed by two personnel

committee members, the purpose being to assess the candidate’s teaching effectiveness. If

circumstances permit, at least one of the assessments will be conducted by a personnel

committee member who is not from the candidate's own program area faculty. The peer

assessment will be guided by a review of relevant course materials (e.g. syllabus,

assignments, websites, course readings, etc.), an observation of a typical class session and/or

online activity, and invited feedback from enrolled students. Information from these



assessments will be provided to the DPC and synthesized by the DPC Chair and Department

Chair, shared with the DPC members, and communicated to the faculty member under

review in a Peer Assessment of Teaching Effectiveness (PATE) Report. The PATE Report is

placed in the candidate’s department personnel file.

4. The candidate will provide the committee with evidence of his or her professional attainment

as outlined in the “Guidelines for Promotion and/or Tenure Decisions” section of the

“Criteria and Procedures Related to Personnel Decisions Within the College of Education.”

5. By no later than July 15 before the fall semester in which a tenure decision is to be made, the

candidate shall provide names and addresses of at least 10 professional referees. Referees

may be former colleagues, but may not be former students, dissertation advisors, co-authors,

or members of the family. Referees are normally tenured faculty at institutions of higher

education that are at least comparable to NIU. In addition to names, addresses and telephone

numbers, a brief outline of the specialization and accomplishments of each referee should be

provided.

6. Materials sent to External Reviewers will include: 1) candidate’s vita, 2) candidate selected

publications or other scholarship, 3) candidate’s promotion and tenure narrative, 4)

promotion and tenure guidelines and bylaws from the APPM, UCPC, College and

Department, and 5) a cover letter from the Department Chair.

7. The Department Personnel Committee and the Department Chair will poll all tenured and

tenure-track faculty, regardless of rank, in an advisory poll about the individual being

considered for tenure. The polled faculty members will have been members of the respective

faculty for at least one semester (Fall or Spring) at the time of the poll. The faculty member

under consideration will not be polled. In this anonymous advisory poll, the polled faculty

members will: indicate their degree of support for the candidate, their basis for their opinion,

and any comments they offer the DPC and the Department Chair for consideration. The

Department Chair will provide to the Chair of the DPC uniquely marked envelopes equal to

the number of eligible polled respondents to be used for the polling. Only polling results

returned in these uniquely marked envelopes will be considered. The poll is advisory to the

DPC and the Department Chair in making the tenure decision.

8. In the event of lack of agreement among the five personnel committee members, the majority

vote will prevail as the committee's official recommendation. If a dissenting member

chooses, she or he may append a statement of reasons for dissent.

9. After the personnel committee has finalized its recommendations, individuals considered for

tenure will be informed of the committee's recommendations and will be afforded an

opportunity to request reconsideration. A faculty member requesting reconsideration will

submit, in writing: (a) the basis for the request; and (b) an indication of whether a personal

appearance is desired. Requests for reconsideration must be supported by additional new

information.

10. All recommendations made by the personnel committee will be transmitted to the College

Council by the Department Chair, who shall indicate in writing whether she/he supports each

recommendation. To each recommendation the personnel committee chair and the

Department Chair will attach a statement giving reasons. When the Department Chair files an

opinion contrary to the personnel committee's recommendation, the Department Chair will

notify the faculty member under consideration of his or her opinion and will invite the

faculty member to respond by letter to the College Council.



Annual and Third-Year Review of Progress Toward Tenure

1. The personnel committee and the Department Chair will annually conduct a cumulative

evaluation of the progress toward tenure in the areas of professional assignment, scholarship,

and service of all probationary faculty members. This evaluation will be distinct and separate

from the merit rating process. The annual review will take place in the spring of each year

following the date of appointment. This cumulative evaluation will be based on college and

university guidelines for achieving tenure, and will minimally include strengths and

weaknesses in the categories of teaching effectiveness; scholarly inquiry, research and/or

artistic production; and service to the university, community, and profession. Materials used

for this review will include a current vita, current and prior years’ peer assessment of

teaching effectiveness, current and prior years’ FSRs, current and prior year’s student course

evaluations, prior years’ annual review letters and Professional Development Plans (when

applicable).

2. The personnel committee and the Department Chair will conduct a particularly thorough and

formal evaluation of the progress toward tenure during the spring of the faculty member's

third year (or its equivalent for those on a shortened track). This evaluation will be distinct

and separate from the merit rating process. A statement will be appended to this evaluation

by the Department Chair, specifying the department's long-term need for the position held by

the probationary faculty member. This evaluation will be shared with that individual and the

college dean.

3. Two separate courses taught by the candidate for tenure will be assessed by two personnel

committee members, the purpose being to assess the candidate’s teaching effectiveness. If

circumstances permit, at least one of the assessments will be conducted by a personnel

committee member who is not from the candidate's own program area faculty. The peer

assessment will be guided by a review of relevant course materials (e.g. syllabus,







4. Peer Assessment of Teaching Effectiveness written reports are provided to the DPC.

Information from the synthesized reports along with student completed course evaluations

and FSR will be used by the DPC and Department Chair for the assessment of progress

toward tenure in the area of teaching and professional assignment.

5. For faculty members on a shortened probationary track, it is expected that, at the time of

recruitment, their previous professional performance will be subject to evaluation, using the

same criteria and expected level of performance that apply to those in the third year of a

seven-year probationary track.


as outlined above and in the “Guidelines for Promotion and/or Tenure Decisions” section of

the “Criteria and Procedures Related to Personnel Decisions Within the College of

Education.” For the annual review, the probationary faculty will submit a current curriculum

vita. For the Third-year review, the probationary faculty will submit a current curriculum vita

and a dossier similar to what is required for the tenure review process.



7. After the personnel committee and the Department Chair have completed their annual/third

year review, each review will be communicated in writing to each probationary faculty

member, followed by a meeting of the faculty member, the DPC Chair, and the Dept. Chair.

8. In the event that a probationary faculty member receives an evaluation in any of the

professional categories resulting in “not making adequate progress toward tenure” the

Department Chair and DPC Chair will use DPC feedback and recommendations to devise a

Professional Development Plan with the faculty member to address specific concerns.

9. A probationary faculty member who believes his or her annual evaluation of progress toward

tenure is unfair, inadequate, or otherwise inconsistent with the published guidelines for

achieving tenure may place a written response to the evaluation in his or her department

personnel file and with the college dean. However, the annual evaluation of progress toward

tenure of a probationary faculty member will not itself be subject to the personnel appeal

process.



“Working Rules of the University Council Personnel Committee”, Section II, Item 18


“Factors Related to Tenure”, p.13

“Guidelines for Promotion and/or Tenure Decisions”, p. 22

“Appendix B: Format for the Preparation of the Dossier for Promotion and/or

Tenure Recommendations”, p. 29

“Appendix C: Areas to be Covered in Evidence Provided for Faculty Service

Reports and Tenure and Promotion Dossiers”, p. 30




Factors Related to Promotion in Rank

Criteria

The process of promotion in rank is initiated by the department and is based upon an assessment

of teaching and other professional assignments, scholarship, and service (as set forth in “Criteria

and Procedures Related to Personnel Decisions Within the College of Education” and/or the

“Constitution and Bylaws of the University Council”).

Procedures

Faculty members who wish to be considered for promotion will so notify the personnel

committee chair and the Department Chair not later than July 1 before the Fall semester in which

the review is to occur. In addition to materials supplied by the candidate for promotion, the

committee may examine faculty service reports submitted since the candidate's last promotion

and previous evaluations by department personnel committees. The personnel committee chair or

the Department Chair will also request letters of assessment from people in the candidate's field

(see “Factors Related to Tenure”, Procedure #5, in this document).

The personnel committee informs those faculty members who are under consideration for

promotion that these procedures will be followed:


as outlined in the “Guidelines for Promotion and/or Tenure Decisions” section of the

“Criteria and Procedures Related to Personnel Decisions Within the College of Education”.

Candidates will provide evidence of performance in professional assignments, scholarly and

professional attainments, and institutional and professional service.

2. Two separate courses taught by the candidate for promotion will be assessed by two

personnel committee members, the purpose being to assess the candidate’s teaching

effectiveness. If circumstances permit, at least one of the assessments will be conducted by a

personnel committee member who is not from the candidate's own program area faculty. The

peer assessment will be guided by a review of relevant course materials (e.g. syllabus,







3. Tenure track faculty under consideration for promotion will submit a statement that reflects

their perception of the varied responsibilities of their positions – for example, teaching on

and off campus, class preparation, advising students, assisting students with research designs,

directing student research, and conducting their own research.

4. Materials sent to External Reviewers will include: 1) candidate’s vita, 2) candidate selected

publications or other scholarship, 3) candidate’s promotion and tenure narrative, 4)

promotion and tenure guidelines and bylaws from the APPM, UCPC, College and

Department, and 5) a cover letter from the Department Chair.



5. The Department Personnel Committee and the Department Chair will poll all tenured and

tenure-track faculty, regardless of rank, in an advisory poll about the individual being

considered for promotion. The polled faculty members will have been members of the

respective faculty for at least one semester (Fall or Spring) at the time of the poll. The faculty

member under consideration will not be polled. In this anonymous advisory poll the polled

faculty members will: indicate their degree of support for the candidate, the basis for their

opinion, and any comments they offer the DPC and Department Chair for consideration. The

Department Chair will provide to the DPC Chair uniquely marked envelopes equal to the

number of eligible polled respondents to be used for the polling. Only polling results in these

uniquely marked envelopes will be considered. The poll is advisory to the DPC and

Department Chair in making the promotion decision.

6. In case of lack of agreement among the five personnel committee members, the majority vote

will prevail as the committee's official recommendation, but a dissenting member need not

sign the recommendation. If a dissenting member chooses, he or she may append a statement

of reasons for dissent.

7. After the personnel committee has finalized its recommendations, individuals considered for

promotion will be informed of the committee's recommendations and will be afforded an

opportunity to request reconsideration. A faculty member requesting reconsideration will

submit, in writing: (a) the basis for the request; and (b) an indication of whether a personal

appearance is desired. Requests for reconsideration must be supported by additional

information.

8. All recommendations made by the personnel committee will be transmitted to the College

Council by the Department Chair, who will indicate in writing whether he or she supports

each recommendation. The personnel committee chair and the Department Chair will attach

to each recommendation a statement giving reasons for the recommendation. When the

Department Chair files an opinion contrary to the personnel committee's recommendation,

the Department Chair will advise the individual accordingly and will invite the individual to

respond by letter to the College Council.





“Factors Related to Promotion in Rank”, p.15

“Guidelines for Promotion and/or Tenure Decisions”, p. 22

“Appendix B: Format for the Preparation of the Dossier for Promotion and/or

Tenure Recommendations”, p. 29

“Appendix C: Areas to be Covered in Evidence Provided for Faculty Service

Reports and Tenure and Promotion Dossiers”, p. 30




Sabbatical Leaves

The university will award sabbatical leaves for the purpose of supporting and encouraging

professional activity on the part of faculty, thus, on a long-term basis, strengthening the

university's educational program. Normally, one sabbatical slot is allocated for each 25 faculty in

each college.

Criteria

1. Sabbatical leaves will ordinarily be limited to tenured faculty members who have completed

five years of full time service by the time the leave begins.

2. Sabbatical leaves will be granted only in connection with research or development programs

that promise to enhance the professional competence of the faculty member and to improve

his or her professional standing.

3. Ordinarily, sabbatical leaves will not be granted to a faculty member in order to revise books

designed primarily for use as texts, or to retrain for a position outside the immediate limits of

his or her present discipline.

4. Within 60 days following resumption of full-time duties at NIU, the faculty member will

submit a written report describing the specific activities during the sabbatical leave. This

report to the Department Chair and the department personnel committee will become a part

of the faculty member's service record for the purpose of merit evaluation and as a basis for

evaluation of subsequent leave requests. “If the report reflects significant professional

activity, an average of that person's merit rating for the previous three years” will be applied

to the semester of the leave.

5. Sabbatical leaves for regular faculty will be for one semester at full pay or one academic year

at half-pay. In addition to the above, faculty on twelve month appointments may apply for

two consecutive three month summer periods at full pay.

6. Each sabbatical leave application and project will be considered anew each year.

7. A first sabbatical leave will be granted only to a tenured faculty member who has completed

five years of service by the time the leave begins. Full-time service on a temporary

appointment will count toward a sabbatical leave. Leaves of absence without pay will count

toward a sabbatical leave, provided the university-level personnel committee judges the

activity associated with that leave without pay to be comparable in professional significance

to service as a member of the faculty.

8. To be eligible for a subsequent sabbatical leave, a faculty member must complete six years of

approved service since his or her previous sabbatical leave.

Procedures

1. Each applicant for sabbatical leave will propose a program of professional merit that is

capable of being substantially advanced by means of the leave. The applicant will indicate

the nature of the program, its present state of development, and, in some detail, plans for

advancing the program during the leave. Documentation may be submitted in support of the

application.

2. Each application will be submitted through the Department Chair to the personnel committee

chair. In consultation with the chair, the committee will: (a) evaluate the professional merit of

each sabbatical leave application; (b) if there are several applications, they should be ranked



in order of professional merit: and (c) make recommendations for the approval or disapproval

of each application, and send it through the dean to the College Council.

Differences of opinion between the Department Chair and the personnel committee should be

resolved at the departmental level whenever possible.

The Department Chair will notify each applicant concerning the committee's recommendation.

Any requests for reconsideration of this recommendation will be acted upon and completed prior

to the College Council deliberations.

An individual granted a sabbatical leave assumes a professional obligation to return to NIU for a

period of at least one year subsequent to his or her leave.


NIU: Constitution

Article 8: Sabbatical Leave Policy

Article 6.25: Merit Ratings of Persons Who Have Been on Leave




“Factors Related to Sabbatical Leave”, p.17






Guidelines for Determining Merit

Criteria

Merit recommendations will be based upon an annual assessment of performance levels in

Teaching and Professional Assignment (Category 1), Scholarly and Research/Creative Activities

(Category II), and Service to the University, Profession, and Public (Category III).

Teaching and other professional assignments, scholarship, and service will be assessed by rank

upon the basis of criteria listed in “Criteria and Procedures Related to Personnel Decisions

Within the College of Education” and/or the “Constitution and Bylaws of the University

Council”.

Procedures

1. Each faculty member will submit annually a Faculty Service Report according to a format

approved by the College Council. Faculty service reports will be submitted through the

Department Chair for review by the departmental personnel committee on a calendar

published by the College Council. Supporting materials may be submitted separately

2. Any faculty member wishing to meet with the personnel committee for the purpose of

discussing information contained in the member's faculty service report must so notify the

personnel committee chair no later than the time and date when service reports are due in the

departmental office.

3. If required, it is the responsibility of each faculty member to provide information sufficient

for the generation of a Faculty Service Report on or before the due date.

4. The DPC will recommend an annual rating on a scale from 1-5 for each member of the

department with a score of 3 being “standard performance”

5. The DPC reviews FSRs using the following procedures:

i. Begin discussions by deciding (yes or no) if the faculty member has met

requirements for standard performance in Teaching and Professional Assignment

(Category 1), Scholarly and Research/Creative Activities (Category II), and

Service to the University, Profession, and Public (Category III) using the rubric

for merit review provided in Appendix A.

ii. If, for a particular category (I, II, or III), standard performance has been met, then

discussions can move to consideration of whether a score of 3- 5 best describes

the faculty member’s work in that category.

iii. If, for a particular category, standard performance has not been met, then

discussions can move to consideration of whether 2 or 1 best describes the faculty

member’s work in that category.



6. In determining annual faculty ratings, the following weights shall be assigned to the various

assessment categories, differentiated by untenured and tenured faculty.

Untenured:

Category 1 Weights

Category 2 Weights

Category 3 Weights

Weighting

40

40

20

Tenured:

Highest Category

Category 1 Weights

(25-50)

Category 2 Weights

(25-50)

Category 3 Weights

(15-40)

1: Teaching +

Scholarship (2nd

highest)

Service (2nd

highest)

50

50

35

25

15

25

2: Scholarship

Teaching + (2nd

highest)

Service (2nd

highest)

35

25

50

50

15

25

3: Service

Teaching + (2nd

highest)

Scholarship (2nd

highest)

35

25

25

35

40

40

7. After the personnel committee has formulated its recommendations, each faculty member

will be informed of the respective rating and will be given a comparison of the rating with

others in the department.

8. The personnel committee's recommendations will be recorded on the “Faculty Service Report

– Annual Recommendation Form” of the College of Education and transmitted to the College

Council by the personnel committee chair and the Department Chair. The Department Chair

will indicate in writing whether or not he or she supports the recommendations and will

attach to each unsupported recommendation a statement of reasons. When the Department

Chair files an opinion contrary to the personnel committee's recommendation, the chair will

notify the faculty member and will invite the individual to respond by letter to the College

Council.

9. Following notification to individual faculty members of the personnel committee's decisions,

and prior to submission of those decisions to the College Council, the possibility for

reconsideration hearings will be provided upon request. An individual requesting

reconsideration will submit in writing: (a) the basis for the request and (b) an indication

whether a personal appearance is desired. The only acceptable basis for a reconsideration

request is that the faculty member has additional information or wishes to explain

information that he or she believes the committee has not correctly understood. The faculty

member will be informed of the results of the committee's reconsideration and will be

informed of the procedure to be followed for any appeal.

Implementation

When dollars become known by the Department Chair, the index ratings, adjusted by rank, are

summed up and the following formula applied: dollar equivalent per index point x individual

index points = individual increment.





“Factors Related to Salary”, p.16



Guidelines for Determining Graduate Faculty Status

Provisional Membership

Provisional membership is for a three-year non-renewable term. A provisional member may

teach graduate level courses, serve on thesis, portfolio, project, comprehensive exam, and

dissertation committees, serve as an academic advisor, and (with permission of the Dean of the

Graduate School) may co-direct dissertations and direct theses/projects. A provisional member

must satisfy the following criteria for appointment:

1. Doctoral degree in a department discipline or closely related field.

2. Initiated a program of scholarly research beyond the dissertation: e.g., submitted

manuscripts, submitted external grant proposals, delivered professional presentations, and

published instructional materials.

Full Membership

A full member may teach graduate level courses, serve on thesis and dissertation committees,

serve as an academic adviser, and (with permission of the Dean of the Graduate School) may co-

direct dissertation and direct theses/projects. In addition, a full member may serve on the

Graduate Council, vote on Graduate Faculty referenda, and vote for other faculty representatives

to the Graduate Council. A full member must satisfy the following criteria for appointment:


2. Minimum accomplishments within the past eight (8) years:

Scholarly research, evidenced by three (3) of these items, with at least one (1) from

categories a-c:

a. One (1) research article published in a refereed journal.

b. Two (2) refereed or invited research presentations at state, regional, national or

international professional meetings.

c. One (1) published scholarly or professional book, book chapter, or monograph, or

production in another medium.

d. Two (2) articles published in a research and/or professional journal.

e. Two (2) presentations at state, regional, national, or international professional

meetings.

f. One (1) peer-reviewed funded grant.

g. Editor, associate editor, or section editor of refereed journal or book.

h. Reviewer or member of an editorial advisory board for a refereed journal.

i. Reviewer of proposals for a professional meeting or member of a professional

meeting program committee.

j. Professional external reviewer for book or other publication (e.g., manual, software,

monograph, grant.)

k. Leadership in professional associations, professional consultations, awards

recognizing scholarly or professional accomplishments.



Activity in graduate-level education, evidenced by at least two (2) of these activities:

a. Taught a graduate level course (exception for those on 100% reassignment).

b. Co-directed a thesis/project.

c. Directed or chaired two (2) portfolios.

d. Participate as a committee member and complete two (2) thesis, dissertation, or

project proposal defenses.

Senior Membership

A senior member may teach graduate level courses, serve on thesis and dissertation committees,

serve as an academic adviser, and (with permission of the Dean of the Graduate School) may

direct dissertations and theses. In addition, a senior member may serve on the Graduate Council,

vote on Graduate Faculty referenda, and vote for other faculty representatives to the Graduate

Council. A senior member must satisfy the following criteria for appointment:


2. Minimum accomplishments within the past 8 years:

Scholarly research, evidenced by five (5) of these items, with at least two (2) from

categories a-c:

a. One (1) research article published in a refereed journal.

b. Two (2) refereed or invited research presentations at state, regional, national, or

international professional meetings.

c. One (1) published scholarly or professional book, book chapter, or monograph, or

production in another medium.

d. Two (2) articles published in a research and /or professional journal.

e. Two (2) presentations at state, regional, national, or international professional

meetings.

f. One (1) peer-reviewed, funded grant.

g. Editor, associate editor, or section editor of refereed journal or book.

h. Reviewer or member of an editorial advisory board for a refereed journal.

i. Reviewer of proposals for a professional meeting or member of a professional

meeting program committee.

j. Professional external reviewer for book or other publication (e.g., manual, software,

monograph, grant).

k. Leadership in professional associations, professional consultations, awards

recognizing scholarly or professional accomplishments.

Activity in graduate-level education, evidenced by at least two (2) of these activities with at least

one being from categories c or d:

a. Taught a graduate level course (exception for those on 100% reassignment).

b. Directed or co-directed a thesis/project to completion.

c. Served on two (2) theses/dissertation committees (in or outside department) to

completion.

d. Co-directed a dissertation to completion.



Graduate Faculty Scholar

A graduate faculty scholar is an affiliate member of the graduate faculty, who meets

departmental and university qualifications to serve as a full member of the graduate faculty. A

graduate faculty scholar has all the privileges of a full member, except for the right of

membership on the Graduate Council, the right to vote for Graduate Council membership, and

the right to vote in graduate faculty referenda. A graduate faculty scholar may teach graduate-

level courses, and with approval of the department chair, college dean, and dean of the Graduate

School, may serve as a member or director of a master's or sixth-year thesis (or thesis analogue--

such as one-person show, recital, or final project) or as co-director (along with a senior member

of the graduate faculty) of a doctoral dissertation, provided that the committee is otherwise

constructed in accordance with the Graduate Catalog. Graduate faculty scholars are appointed to

a maximum four-year, renewable term.

Graduate Faculty Scholars must meet the approved ETRA Department Graduate Faculty Status

criteria for Full Membership.

Graduate faculty scholars may be former full or senior members of the NIU graduate faculty who

have retired or resigned. They may be NIU research faculty or other qualified individuals,

including instructors, who otherwise meet requirements to serve as a graduate faculty scholar. As

appropriate, they may be qualified individuals from outside the university. (NIU APPM II 1,

2013)

For additional information


“Policies and Procedures for Graduate Faculty Membership”, Section II, Item 1

“Procedure for Review of Graduate Faculty Membership”, Section II, Item 2





VII. Student Evaluation of Instruction

The following policies are intended to provide an opportunity for student input into the

evaluation of instruction process in a fair and useful manner. It is recognized that determining

teacher effectiveness is a difficult task. It is the responsibility of those engaged in personnel

decisions to recognize the values and the limitations of student evaluations and to utilize them

only in conjunction with all other available indicators. Continual efforts shall be made to

enhance the validity and reliability of the evaluation instrument through periodic review. All

regularly scheduled on or off campus courses are to be evaluated by students and the composite

scores conveyed to the department personnel committee.



“Student Evaluation of Instruction”, Section II, Item 14




Appendix A. Rubric for Merit Review

Rubric for Merit Review: Teaching and Professional Assignment

Rating Descriptor

5 “Standard” performance has been met and evidence additionally shows that:

a. Exemplary teaching has been demonstrated and/or exemplary performance in

professional assignment has been demonstrated.

AND

b. Exemplary student engagement commensurate with rank beyond scheduled

coursework and/or professional assignment has occurred.

4.5 “Standard” performance has been met and evidence additionally shows that:


professional assignment has been demonstrated and student engagement

commensurate with rank exceeds standard performance.

OR


coursework has occurred, and teaching and/or professional assignment exceeds

standard performance.



professional assignment has been demonstrated

OR


coursework has occurred.

OR

c. Exceeds standard performance in teaching and/or professional assignment and

student engagement commensurate with rank beyond scheduled coursework.


a. Exceeds standard performance in either teaching and/or professional assignment or

student engagement commensurate with rank beyond scheduled coursework.



3

(Standard)

a. Adequate teaching has been demonstrated and/or adequate performance in


AND

b. Student engagement commensurate with rank beyond scheduled coursework and/or

professional assignment has occurred.

2 “Standard” performance has not been met, but evidence shows that:

a. Adequate teaching has been demonstrated and/or adequate performance in


OR


professional assignment has occurred.

1 “Standard” performance has not been met, and evidence shows that:

a. Adequate teaching has not been demonstrated and/or adequate performance in

professional assignment has not been demonstrated.

AND


professional assignment has not occurred.

Definition of Terms

“Exemplary teaching” is demonstrated by one or more of the following: College or University

teaching award(s), highly favorable Peer Assessments of Teaching Effectiveness, highly-innovative

and effective teaching strategies/modalities, highly favorable student ratings on course evaluations*,

exceptional evidence from faculty-supplied supplementary materials, or equivalent evidence of high

quality teaching as determined by professional judgment of the DPC.

“Exemplary professional assignment” is demonstrated by successful completion of assigned tasks in

a manner that is beyond typical expectations.

“Exemplary engagement with students” is demonstrated by highly-active and high-quality

involvement in any of the following: thesis/dissertation advisement, completion of thesis/doctoral

candidates, independent study with students, publications/presentations with students, service on

program committees, candidacy exams, or equivalent evidence of high quality involvement with

students as determined by professional judgment of the DPC.

“Exceeding” standard performance in teaching and/or professional assignment is performance that

exceeds “adequate” performance, but does meet the criteria for “exemplary.”

“Exceeding” standard performance in engagement with students is demonstrated by moderately-active

and quality involvement in any of the following: thesis/dissertation advisement, completion of



thesis/doctoral candidates, independent study with students, publications/presentations with students,

service on program committees, candidacy exams, formal or informal mentoring activities, or

equivalent evidence of quality involvement with students as determined by professional judgment of

the DPC.

“Adequate teaching” is demonstrated by one or more of the following: moderately favorable Peer

Assessments of Teaching Effectiveness, moderately-innovative teaching strategies/modalities,

moderately favorable student ratings on course evaluations*, demonstrated effort towards improvement

in teaching and professional development, or equivalent evidence as determined by professional

judgment of the DPC.

“Adequate professional assignment” is demonstrated by successful completion of assigned tasks.

“Engagement with students” is demonstrated by active involvement in one or more of the following:

thesis/dissertation advisement, completion of thesis/doctoral candidates, independent study with

students, publications/presentations/projects with students, service on program committees, work with

students and practitioners on field based experiences, portfolios, candidacy exams, mentorship

activities, or equivalent evidence of involvement with students as determined by professional judgment

of the DPC.

*assuming adequate response rate.



Rubric for Merit Review: Scholarly and Research/Creative Activities

Rating Descriptor

5 “Standard” performance has been met and evidence shows that:

a. One or more professional works of substantial influence have been published,

funded, and/or presented.

AND

b. Two or more additional professional works have been published, funded or

managed, and/or presented.

4.5 “Standard” performance has been met and evidence shows that:

a. One or more professional works of substantial influence have been published,

funded, and/or presented.

OR

b. Two or more additional peer-reviewed professional works have been published,

funded, and/or managed.

4 “Standard” performance has been met and evidence shows that:

One or more additional peer-reviewed or research-based professional works have been

published in a reputable outlet, substantially-funded, and/or managed.

3.5 “Standard” performance has been met and evidence shows that:

a. Two or more additional professional works have been presented in peer-reviewed

outlets/venues.

OR

b. One or more additional professional works have been published or funded in peer-

reviewed or edited outlets.

3

(Standard)

a. Professional work has been published, funded, and/or presented in peer-reviewed

or edited outlets/venues.

AND

b. Writing for professional dissemination or external funding has occurred.


a. Professional work has been published, funded, and/or presented.

OR

b. Writing for professional dissemination or external funding has occurred.

1 “Standard” performance has not been met and evidence shows:

a. No evidence of professional work published, funded, and/or presented.

AND

b. No evidence of writing for professional dissemination or external funding



Definition of Terms

“Professional work of substantial influence” is demonstrated by one or more of the following:

institutional or professional research award(s), publication in a highly-ranked or high impact factor

journal, securement of peer-reviewed external grant funding in excess of $10,000 (as PI, co-PI, or other

senior personnel), publication of a widely-used application (e.g., software, book, web application),

keynote address or workshop at a national or international conference, or equivalent evidence of

substantially impactful and high quality professional work as determined by professional judgment of the

DPC.

“Reputable outlet” is evidenced by impact factor, ranking, acceptance rate, and/or description of the

outlet.



Rubric for Merit Review: Service to the University, the Profession, and the Public

Rating Descriptor


a. Service of substantial contribution and/or impact to the institution has been

provided commensurate with rank.

AND

b. Service of substantial contribution and/or impact to the profession and/or field has

been provided commensurate with rank.


a. Service of substantial contribution and/or impact to the institution has been provided

commensurate with rank and service to the profession exceeds standard performance

commensurate with rank.

OR

b. Service of substantial contribution and/or impact to the profession and/or field has

been provided commensurate with rank and service to the institution exceeds

standard performance commensurate with rank.


a. Service to the institution and to the profession both exceed standard performance


OR

b. Service of substantial contribution and/or impact to the institution has been provided


OR

c. Service of substantial contribution and/or impact to the profession and/or field has

been provided commensurate with rank.


a. Service to the institution exceeds standard performance commensurate with rank.

OR

b. Service to the profession and/or field exceeds standard performance commensurate

with rank.

3

(Standard)

a. Adequate service to the institution has been provided commensurate with rank.

AND

b. Service to the profession and/or field has been provided commensurate with rank


a. Adequate service to the institution has been provided commensurate with rank.

OR

b. Service to the profession and/or field has been provided commensurate with rank.



1 “Standard” performance has not been met and evidence shows that:

a. Adequate service to the institution has not been provided commensurate with rank.

AND

b. Service to the profession and/or field has not been provided commensurate with

rank.

Definition of Terms

“Service of substantial contribution to the institution” is demonstrated by one or more of the

following: College or University service award, leadership role on an institutional committee, impactful

involvement in institutional committees, or equivalent evidence as determined by professional judgment

of the DPC.

“Service of substantial contribution to the profession and/or field” is demonstrated by one or more of

the following: professional association service award, leadership role in a professional association;

editorial work for a peer reviewed publication, participation in an external grant review panel, impactful

involvement in community service related to the profession or field, or equivalent evidence as determined

by professional judgment of the DPC.

“Exceeding” standard performance in service to the institution and/or profession is performance that

exceeds “adequate” performance, but does meet the criteria for “substantial” contribution.

“Adequate service to the institution” is demonstrated by active involvement on a departmental

committee.

“Adequate service to the profession and/or field” may be demonstrated by active involvement in

professional associations or active involvement in the field as listed in the C&P handbook, pages 31-32.

Relationship between the Rubric for Merit Review and tenure and/or promotion to associate professor

Expectations for adequate progress toward and attainment of tenure and/or promotion to associate

professor include (1) performance at an average level of “standard” or above in all three categories

(teaching and professional assignment, research and scholarly/creative activities, and service to the

college, university, and public) over the course of the probationary period and (2) have achieved a level

“4” performance or higher in at least two categories over the course of the probationary period, with at

least one of the categories being the research and scholarly/creative activities category; or the equivalent

level of promise and prominence as determined by the professional judgment of the Department

Personnel Committee.

educational technology, research and assessment faculty ...educational technology, research and...

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